Asking for a promotion can be a tense conversation. You’re effectively fast-tracking yourself, quicker than your employer had planned. Risky, but backed up with sufficient reason and evidence - it can pay off, quite literally.

Where to start?

Firstly, understanding whether a promotion is feasible or not is a good place to start; you may be indirectly asking for your manager's job!

Some organisations provide a career tracking document upon joining; make sure you take a look at this. Normally, this would include key metrics and targets you’d need to achieve before being considered for a step up, which you can obviously measure yourself against.

If not, you will need to present key metrics you have met/exceeded, to warrant your case - referring to the job description for your role will help along with demonstrating how you have consistently hit objectives that have been set for you. Putting yourself in the shoes of your manager is a great way to identify if you think you deserve a promotion. How will the business benefit from promoting you? Self-gain alone probably won’t engage your employer so well.

What Would a Promotion Look Like?

Identify where a promotion would take you, does somebody already have this role? Is there capacity for two people in this role? You must remember that a promotion must be in the best interest of your employer, the business and other stakeholders that may be affected.

When preparing to ask your manager this question you should also be prepared to discuss how your role will change. This will inevitably include new areas of responsibility, but will you also still be required to pick up all of your current responsibilities? If so, how will you manage the increase in workload if there isn’t someone taking previous tasks off your plate?

Building Your Case

If you’re asking for an increase in pay, it’s a great idea to conduct some research. The market value of roles can be used to benchmark, but be aware, every business is different.  It doesn’t make you or your role less valuable but pay brackets can vary.

Your remuneration request might be broader than salary and include benefits also. Have some numbers prepped so everyone can be on the same page when it comes to talking money.

The Execution & Outcome

Make sure you have enough time to sit down with your manager to discuss the promotion - this won’t be a 5-minute chat - so pin them down for a period of time you need to effectively deliver your proposal.

Executing your plan will vary case to case, but simple thoughts such as making sure you’re picking a good time can be important. Your employer could be on a recruitment freeze or in the process of laying off staff so take this into consideration.

Always follow up with an email, outlining the discussion points, just in-case your manager misread, misjudged, or just forgot about a point you made.

Be Prepared for a No

If you go in expecting an immediate “yes” and this doesn’t happen, you could end up very disappointed. It’s important to prepare yourself for the fact they might say no. So, you’re going to need to be prepared to walk back over to your desk and crack on with your work, without becoming demotivated. If you’re doing a good job, the opportunity will arise again in the future, so stick to the hard work and keep knocking on the door.

Ambition is a Good Thing!

Let’s be clear; ambition isn’t a dirty word. In fact, most companies want ambitious people. But there’s a right way to show it—and it’s not by asking, “How quickly can I get promoted?” five minutes into your first day.

Communicated effectively, it signals drive, curiosity, and a long-term mindset. That’s the kind of ambition that gets noticed and rewarded, for all the right reasons.